Plan- look at your project and workload- and plan what your workforce will be.
What is the strategy behind in getting the person to fit the role?- can you reach an 85% benchmark, and accommodate it?
Communication: let there be no surprises. From the content and wording in the advertisement- to the first phone call to the contract agreement. Make sure that both parties are aware of what is required.
Attraction- pay people what they are worth within the industry.- do not haggle over dollars and sense-( common sense)- if they are the right person for the job and meet a high percentage of your company needs, then get them on board. Probation periods are a great way to find out if they are what you have hired and what they are looking for in employment. That’s what it is there for.
Reward and Retain- most people stay in a position of their choice for no more than three years. Considerations of items on offer can be the attraction of a bonus or retainment for a project completion or task timeline, a nine day fortnight, professional development and ongoing skill development, to employee of the month. Make sure you not only get the person for the role- you get the commitment for the person to finish the project at 100%, you also get the person staying until the project or task has been completed on time.
When recruiting for that person to fill a role, remember all the planning and preparation that is involved, that is why it is important to work with people who know people.
If you'd like to learn more about how you can ensure that you're hiring the right person for your company, click here to contact Tribe Human Resources now.